The dismissal of hundreds of UK-based content moderators employed by TikTok has sharpened focus on the legal risks of managing redundancies during unionisation, particularly where those redundancies are linked to the growing use of artificial intelligence.
According to reported information, around 400 London-based moderators were dismissed in late 2025 following the announcement of a redundancy exercise. The process was initiated approximately one week before employees were due to vote on whether to seek formal union recognition.
A small number of former workers have since brought employment tribunal claims alleging unlawful detriment and automatic unfair dismissal connected to trade union activity. TikTok has denied the allegations, maintaining that the redundancies were part of a wider global reorganisation of its trust and safety operations, driven by efficiency and increased reliance on automated moderation systems.
While the claims remain to be determined, the case illustrates the heightened scrutiny that applies when redundancy proposals coincide with organising activity. UK law does not prohibit redundancies during unionisation, nor does it prevent employers from restructuring roles in response to automation. However, employers must be able to demonstrate with clear evidence that such decisions are driven entirely by genuine business need and are unconnected to protected trade union activities.
Automatic unfair dismissal
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